Senior People Business Partner
New
E
EvolveVacation Rental
We can hire from anywhere in the U.S. except D.C. and Hawaii.Full-TimeSenior
Salary$130,000 to 155,000
Apply NowOpens the employer's application page
Job Details
- Experience
- 8+ years
- Required Skills
- Change ManagementData analytics
Requirements
- 8+ years of progressive HR Business Partner or closely related People experience in a fast-paced, high-growth, customer-centric, or technology-enabled environment.
- Experience partnering directly with senior leaders or executives, with the ability to influence strategy, challenge assumptions, and build trusted relationships.
- Demonstrated expertise in organizational design, workforce planning, performance management, talent reviews, employee relations, compensation partnership, manager effectiveness, and change management.
- Strong judgment across both strategic and sensitive people matters, including complex employee relations, performance issues, confidential information, and moments of ambiguity.
- Data fluency and comfort using HRIS, engagement, performance, compensation, headcount, and attrition data to influence leaders and prioritize action.
Responsibilities
- Serve as the senior People partner for an assigned business portfolio, translating strategy into practical people plans that support growth, performance, retention, and organizational health.
- Lead workforce planning and organizational design work, including headcount planning, critical-role identification, succession planning, team structures, spans and layers, role clarity, and operating rhythms.
- Coach executives, directors, managers, and frontline leaders on leadership effectiveness, performance accountability, feedback, team dynamics, conflict resolution, and change leadership.
- Drive talent routines such as performance calibration, promotion readiness, talent assessment, career development, engagement action planning, and manager enablement.
- Use people analytics from engagement, attrition, performance, hiring, exits, retention, attendance, and team health signals to identify trends, diagnose root causes, and recommend action.
- Partner with Total Rewards, Finance, Talent Acquisition, and business leaders on compensation, leveling, incentive or bonus considerations, offer strategy, retention risks, and pay equity considerations.
- Navigate employee relations, performance, conduct, policy, and organizational risk matters with sound judgment, strong documentation, legal partnership, and a bias toward durable resolution.
View Full Description & ApplyYou'll be redirected to the employer's site
